At some point or other an employee leaving the organisation will happen.
This could be the result of ongoing capability issues, a potential redundancy situation, conduct or resignation.
If the employee has resigned, what should you do? It is important to follow a leaver process to ensure it is handled with care and attention and to make sure nothing is missed. It may cause short term disruption to your business but try to view a resignation as an opportunity to both learn from the employee as to why they are leaving but also to reassess the skills and experience you need to have in your organisation.
Handle the departure with care to avoid disruption
Dig deep for the reason for the resignation
Opportunity to review and reassess what you need
Ask for honest feedback
Remember that average employee costs SMEs £12,000 to replace*
*Source: Accounts and Legal Consultants Ltd.
It is hard to predict the true cost of employee turnover as there are many elements, which are often not monitored, for example: time spent with selection and interviewing, and the value of the people’s time involved in the process.
In a small team it can also cause unrest and panic as to who will manage the tasks left so it is important to be open and inclusive with the remaining team to ensure they are still engaged in the business.
Things to bear in mind:
Make sure the departure is communicated to the team
Provide the departing employee with an offboarding checklist
Show the departing employee your gratitude
Organise a goodbye lunch or happy hour to celebrate the departing employee’s great work
Ensure the final pay is calculated correctly and P45 is issued in a timely manner
Conduct the exit Interview
Recover company assets
Get in touch.
Tick HR can be your remote or onsite HR function at a fraction of the cost. Contact us to see how we can help.